Too many young men and women are wrongfully branded as “Psychologically Unsuitable” as candidates for law enforcement positions. These determinations compromise their ability to ever be employed in a law enforcement career. For example, imagine learning that the reason you were deemed unsuitable was due to the fact that you had mental health intervention, a decade ago, when your parents divorced—”Poor Stress Tolerance.”
While NYPD and DOC candidates deemed “PSYCHOLOGICALLY UNSUITABLE” are offered the opportunity to “WITHDRAW,” they are NOT informed that their psychological files remain with the NYPD and/or the DOC. This documentation can be utilized at any time in the future by the NYPD, DOC or another law enforcement agency. Only by appealing a psychological disqualification can a candidate clear one’s name.
The New York City Police Department and the New York City Department of Correction have changed their process regarding the appeal of a psychological disqualification. The initial notice forwarded to the candidate will state that the NYPD/DOC “is proposing to disqualify you from this position.” The change is the NYPD/DOC’s use of the word “proposing”. It is at that point that the candidate will be able to begin the appeal process. If the candidate fails to initiate the process after receiving the Notice of Proposed Disqualification (i.e., typically within 30 days), the disqualification will be deemed final and the candidate will not be able to obtain his/her psychological disqualification file from the NYPD/DOC. Thus, it is critical that the candidate begin the appeal process when he/she receives the notice of proposed psychological disqualification.
Psychological evaluations for civil service positions typically include both written (i.e., paper and pencil) objective assessment and an oral (i.e., self-report) clinical interview. The former often involve the Minnesota Multiphasic Personality Inventory-2 (MMPI-2), the California Psychological Inventory (CPI), the Millon Clinical Multiaxial Inventory – III (MCMI-III), a Candidate Questionnaire (e.g., CPQ; Police Candidate Questionnaire) and the Cornell Index (CI). Additionally, some evaluators will utilize projective measures including the Rorschach, Thematic Apperception Test (TAT) and drawings. The clinical interview is generally a structured series of questions.
Finally, whether or not you are intent on pursing employment with the civil service position to which you applied, it is strongly advisable to appeal a psychological disqualification. Such a determination can compromise your ability to secure employment with another entity. By appealing your disqualification and having an independent psychological evaluation conducted, you can have a document in hand that addresses the validity of your disqualification and sets the record straight regarding your current psychological functioning and ability to perform the requisite functions of the job to which you applied.
• Anxiety • Depression • Aggressivity • Impulsivity • Excessive Anger • Poor Judgment • Poor Impulse Control • Suicidality • Provocativeness • Bias (racial or other) • Poor presentation • Poor Stress Tolerance • Poor Interpersonal Skills • Poor Social Competence • Poor Dutifulness • Substance Misuse/Abuse/Addition (including alcohol) • Immaturity • Failure to Adjust to the Psychological Demands of Adulthood • Poor Credibility
Preparing for a Police Psychological Interview
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While NYPD and DOC candidates deemed “PSYCHOLOGICALLY UNSUITABLE” are offered the opportunity to “WITHDRAW,” they are NOT informed that their psychological files remain with the NYPD and/or the DOC. This documentation can be utilized at any time in the future by the NYPD, DOC or another law enforcement agency. Only by appealing a psychological disqualification can a candidate clear one’s name.
Finally, whether or not you are intent on pursing employment with the civil service position to which you applied, it is strongly advisable to appeal a psychological disqualification. Such a determination can compromise your ability to secure employment with another entity. By appealing your disqualification and having an independent psychological evaluation conducted, you can have a document in hand that addresses the validity of your disqualification and sets the record straight regarding your current psychological functioning and ability to perform the requisite functions of the job to which you applied.
Too many young men and women are wrongfully branded as “Psychologically Unsuitable” as candidates for law enforcement positions. These determinations compromise their ability to ever be employed in a law enforcement career. For example, imagine learning that the reason you were deemed unsuitable was due to the fact that you had mental health intervention, a decade ago, when your parents divorced—”Poor Stress Tolerance.”
The New York City Police Department and the New York City Department of Correction have changed their process regarding the appeal of a psychological disqualification. The initial notice forwarded to the candidate will state that the NYPD/DOC “is proposing to disqualify you from this position.” The change is the NYPD/DOC’s use of the word “proposing”. It is at that point that the candidate will be able to begin the appeal process. If the candidate fails to initiate the process after receiving the Notice of Proposed Disqualification (i.e., typically within 30 days), the disqualification will be deemed final and the candidate will not be able to obtain his/her psychological disqualification file from the NYPD/DOC. Thus, it is critical that the candidate begin the appeal process when he/she receives the notice of proposed psychological disqualification.
Psychological evaluations for civil service positions typically include both written (i.e., paper and pencil) objective assessment and an oral (i.e., self-report) clinical interview. The former often involve the Minnesota Multiphasic Personality Inventory-2 (MMPI-2), the California Psychological Inventory (CPI), the Millon Clinical Multiaxial Inventory – III (MCMI-III), a Candidate Questionnaire (e.g., CPQ; Police Candidate Questionnaire) and the Cornell Index (CI). Additionally, some evaluators will utilize projective measures including the Rorschach, Thematic Apperception Test (TAT) and drawings. The clinical interview is generally a structured series of questions.
FAQ
How do you beat Oral psych NYPD?
How do I pass a police psychology interview?
- Practice. This will allow you to get used to the questions you are sure to encounter, and improve your time management and answering speed. …
- Read the instructions carefully. …
- Think like a police officer. …
- Answer honestly. …
- Be decisive. …
- Show that you are right for the job.
What is involved in a police psychological interview?
How do I prepare for a psych interview?
- Prepare in advance. The best way to show confidence during a psychological interview is to prepare for potential questions in advance. …
- Be honest. Keep your answers honest in your interview. …
- Know the goal. …
- Highlight your experience. …
- Stay calm.
